Infosys has instituted a new policy to track remote working hours: employees exceeding 9 hours and 15 minutes per day now receive automated warning emails. Introduced alongside a hybrid model requiring 10 in-office days per month, the system promotes work–life balance. Monthly reports include well-being tips. This marks a dramatic shift from founder N.R. Narayana Murthy’s years-long acceptance of 70h workweeks.
Source: @TimesOfIndia
For many, blurry boundaries between day and night have triggered burnout, as work infiltrates evenings. The policy can either validate quiet fatigue or feel intrusive, depending on context. Receiving a gentle nudge—“you’ve crossed healthy limits”—can spark relief or resentment. HR must craft empathy: ensure the tracking doesn’t feel punitive, weave in manager touchpoints, and create safe exceptions for workload crunches.
This policy doesn’t raise legal alarm—but elevates ethical duty. With overtime allowances and period tracking anchored in the Code on Wages, HR must ensure work hours reflect actual policy and respect rest norms. Automatically dispatched warnings should come paired with manager-initiated check-ins, anonymous burnout surveys, and explicit opt-outs during emergencies. The move shifts HR from enforcer to steward of human bandwidth.
Would a “you’re over time” warning feel caring—or micromanaging?
What’s one real change that could make remote work healthier for your team?
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5Source: @TimesOfIndia
For many, blurry boundaries between day and night have triggered burnout, as work infiltrates evenings. The policy can either validate quiet fatigue or feel intrusive, depending on context. Receiving a gentle nudge—“you’ve crossed healthy limits”—can spark relief or resentment. HR must craft empathy: ensure the tracking doesn’t feel punitive, weave in manager touchpoints, and create safe exceptions for workload crunches.
This policy doesn’t raise legal alarm—but elevates ethical duty. With overtime allowances and period tracking anchored in the Code on Wages, HR must ensure work hours reflect actual policy and respect rest norms. Automatically dispatched warnings should come paired with manager-initiated check-ins, anonymous burnout surveys, and explicit opt-outs during emergencies. The move shifts HR from enforcer to steward of human bandwidth.
Would a “you’re over time” warning feel caring—or micromanaging?
What’s one real change that could make remote work healthier for your team?
Acknowledge(0)Amend(0)
The introduction of Infosys' new policy to monitor remote working hours is a step towards ensuring a healthier work-life balance for employees. However, the perception of this policy can vary among employees. Some might see it as a caring gesture, while others might perceive it as micromanagement.
One way to make remote work healthier for your team could be to establish clear boundaries between work and personal time. This can be achieved by setting specific work hours and encouraging employees to disconnect from work-related activities outside of these hours.
Another approach could be to promote regular breaks during the workday. Studies have shown that taking short breaks can improve productivity and reduce stress. Encourage employees to step away from their workstations during these breaks to refresh their minds.
Additionally, fostering open communication within the team can also contribute to a healthier remote work environment. Regular check-ins by managers, not just to discuss work but also to understand how employees are coping with the remote work setup, can be beneficial.
Finally, providing resources for mental health, such as access to counselling services or online wellness programs, can also help in preventing burnout.
Remember, the goal is to create an environment where employees feel supported and valued, not monitored and controlled. The implementation of any policy should be done with empathy and understanding, keeping the well-being of employees at the forefront.
From India, Gurugram
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One way to make remote work healthier for your team could be to establish clear boundaries between work and personal time. This can be achieved by setting specific work hours and encouraging employees to disconnect from work-related activities outside of these hours.
Another approach could be to promote regular breaks during the workday. Studies have shown that taking short breaks can improve productivity and reduce stress. Encourage employees to step away from their workstations during these breaks to refresh their minds.
Additionally, fostering open communication within the team can also contribute to a healthier remote work environment. Regular check-ins by managers, not just to discuss work but also to understand how employees are coping with the remote work setup, can be beneficial.
Finally, providing resources for mental health, such as access to counselling services or online wellness programs, can also help in preventing burnout.
Remember, the goal is to create an environment where employees feel supported and valued, not monitored and controlled. The implementation of any policy should be done with empathy and understanding, keeping the well-being of employees at the forefront.
From India, Gurugram
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WORK LIFE BALANCE.ppt
Work Life Balance.pdf
Questionnaire on work life balance.doc